Actance Tribune

Mediation or the search for a win / win solution for each party
New claims before the Court of Appeal

Implementation of a supplementary social protection scheme – attention to the collective nature – final stretch to bring schemes into compliance
Compensation – the notion of necessary loss
Non-competition clause: take care to comply with the conditions laid down in the collective bargaining agreement or employment contract before lifting the clause

The mutually agreed termination of the employment contract is null and produces the effect of a resignation if the employee deceives the employer.
What written reproaches from the employer to the employee constitute a sanction?

The intertwining of statute of limitations in labor law
In case of denunciation of moral harassment, the employer must act without necessarily having to investigate

The next unemployment insurance agreement
Practical information on the Paris 2024 Olympic and Paralympic Games

The acquisition of paid leave during sick leave due to non-professional origin: a novelty in France
The individual conventional termination procedure in France

Illness of an employee during a disciplinary proceeding during a work stoppage: obligation for the employer to report an occupational accident
Supplementary health insurance: an obligation for employers in France
Profit-sharing: an obligation for companies with at least 50 employees

Focus on hiring foreign employees in France
Labour inspection: a key player in labour relations in France

Clandestine recording now admitted before French civil courts as means of proof
Temporary adaptations to French labour law in the context of the Paris 2024 Olympic and Paralympic Games
actance is growing

The Job Protection Plan : what to remember
Subcontracting: the external labour solution under close supervision

The Job Protection Plan : what to remember
Subcontracting: the external labour solution under close supervision

French economic, social and environmental databases (BDESE)
There is no obligation for the employer to engage in prior negotiation!
Setting objectives in French: no exceptions for companies commonly using a foreign language
actance has moved home!

New case law on paid leave: government clarification pending
Beware of URSSAF audits !

Workforce reduction plan and the prevention of occupational stress risks
Benefits of conciliation in court
Duration of work for autonomous employees: the flat-rate day system implies real independence in time management

Simply exceeding the maximum daily working time necessarily causes harm to employees
The Court of Cassation reverses case law by reinforcing protection for employees who denounce moral harassment
The possibility for the employment contract to provide for the partial reimbursement of an arrival bonus in case of resignation

Unfit to work: consider home-office !
A collective termination agreement (“rupture conventionnelle collective”) is not allowed in case of a branch closure
Focus on the French Legal Tool Box: main characteristics

Presumption of resignation in case of abandonment of post by the employee – Update
Pension reform in France – Update
The settlement agreement: reminder of the conditions of validity and points of attention

Hiring foreign workers: points of vigilance
The individual conventional termination procedure: pitfalls to avoid
How to react to a request for access to personal data (article 15 of the GDPR)

Measure to promote senior citizen employment
Trial period and renewal
Freedom of expression & adherence to company values

Pension reform in France
The exercise of the right to strike in France
Termination of an ill employee’s contract